2. Manager Support
The greatest barrier to learning transfer is a lack of
reinforcement on the job.
(Wick, Pollock and Jefferson 2010
• The most important aspect of success in implementing
transfer from training is manager support. It is vital that your
bosses support and allow you to make changes and introduce
learning into daily practice. They should act as facilitators and
champions for your learning transfer.
3. Sharing and Support
• In general having support and encouragement from others will
always help in learning transfer. When this is combined with the
sharing of practices and experiences it becomes even more
effective. Sharing successes and barriers helps people move
forward. Also sharing presentations, information and progress
reports helps everyone make progress.
• As a group it will also be useful to push for manager support which
you are more likely to get if you coordinate efforts and decide on a
plan of transfer step by step and present this to your bosses.
• Group accountability will help with individual accountability. You
are individually and as a group responsible for the success of
making what you have learnt a reality in your day to day practice.
• Create learning networks and ways to share electronically and
through meetings and focus groups.
4. Clear Expectations
• Stakeholders should all clarify expectations for post training
performance. What do senior management expect to see,
what do you want to implement and what can your teams
now expect from you.
• From the material and discussions in class, decide in which
areas and which aspects should be implemented and how you
would like to this.
• Set clear aims and expectations with all parties involved.
• Use prior experiences and knowledge of company culture and
organisational needs to help establish the goals.
5. Coaching
• Coaching is the process that will help you make lasting
change.
• By setting longer term goals and chunking them into small
consolidated steps there is a much higher chance of success.
• Follow the steps shown in class and use this as part of any
presentation to show how you will implement the change that
you want and need to make.
6. Assessment
• Decide how you are going to measure your success.
• From the expectations, formulate parameters that will tell you
how successful you have been and will also give you signs of
new training gaps.
